How can you attract and retain top talent for your wind farm project?

As with most offshore projects you will need a mix of staff and freelance personnel. Accept and embrace this. Don’t go trying to ‘minimise cost’ by taking on the cheapest agency and the cheapest freelancers, actually invest the time in selecting people based on what you actually need. ‘Bums on seats’ rarely saves money. Then there is the thorny issue of IR35, stop with the ‘blanket’ inside IR35 approach and evaluate your specialists as per the intent of the legislation. A team with a few experienced professionals who are suitably motivated can train a complete team of novices and in an environment where one bad mistake can have severe financial implications, that experience can save you big time.

Compensation packages , pensions, safe place to work etc are all shore based management visions. Yes this is essential but the completion is doing like wise, you are not unique. Retention comes with team building. Building dynamic teams with worth shown value in every position. Listened too respected opinions. Once you achieve an elite team members do not want to leave even for more money. Building this type of team is very difficult and there will be casualties, it takes skilled managers to do this of which there are few. Companies do not invest or understand in this type of training and retention is the consequence.

The attracting and retaining top talent is an ongoing process. Continually assess and adapt your strategies to meet the evolving needs and expectations of your workforce in the renewable energy sector. Right from the Offer competitive salaries and benefits packages. Make sure compensation aligns with industry standards and reflects the value of the talent we seek. Also Emphasize the positive impact of working on projects. Many top talents are attracted to roles that align with their values and contribute to a sustainable future. Department head should Offer opportunities for professional growth and development. Talented individuals want to know that their skills and expertise will continue to be valued and developed.

To attract and retain staff for your wind farm, offer competitive compensation, prioritize career development, promote work-life balance, maintain safe working conditions, encourage employee engagement, showcase sustainability initiatives, provide recognition and rewards, offer employee benefits, ensure clear communication, involve employees in decision-making, adopt competitive HR practices, engage with the local community, and provide sustainability education. These strategies will help you build a skilled and committed workforce for your renewable energy project.

Talent demand in the wind industry in growing exponentially, so should the salary conditions, pension plans, long term contractual guarantees and other motivational factors. People like in some many other industries are still seen and managed in most cases as tools and equipment. That obviously has its repercussions in regards to talent not staying still for long in many companies.

The long-term viability of a wind farm project is intimately tied to the growth of its workforce. Just as we invest in durable infrastructure, investing in our human capital's continuous development is paramount. Offer them avenues to refine their craft - be it hands-on training for the newest turbine technologies or soft-skill workshops that hone their leadership acumen. Champion their aspirations to achieve industry certifications, nudging them closer to being the thought leaders of tomorrow. When they see their growth trajectory mapped in tandem with the project's success, retention becomes a byproduct. After all, when the workforce feels empowered, they don't just work for a project; they work towards a vision.

To attract and retain staff for your wind farm, offer competitive compensation, prioritize career development, promote work-life balance, maintain safe working conditions, encourage employee engagement, showcase sustainability initiatives, provide recognition and rewards, offer employee benefits, ensure clear communication, involve employees in decision-making, adopt competitive HR practices, engage with the local community, and provide sustainability education. These strategies will help you build a skilled and committed workforce for your renewable energy project.

This is probably the most important factor for retention. There is huge demand for skills in offshore wind development but people stay with the people and teams that support them. If you feel valued, included, and happy then you're unlikely to look elsewhere.

To ensure health and safety at your wind farm, prioritize comprehensive training, regular inspections, clear safety protocols, access to personal protective equipment (PPE), emergency response plans, a strong safety culture, hazard reporting, environmental considerations, weather monitoring, safe access and egress, first aid and medical support, collaboration with authorities, thorough record-keeping, continuous improvement, and employee involvement. These measures will help create a safer working environment and reduce risks for employees and the environment.

Enabling people to take ownership of certain activities or elements is an important way to retain people. Support them to learn if they feel they're struggling, take responsibility (as their manager) if things aren't going smoothly, and ensure they are recognised for the achievements. People stay with good people.

This is important and at Fugro we're increasingly offering this to marine staff through the development of Remote Operating Centres. But it's important to note that people enjoy being out in the field, getting their hands dirty. This limits flexibility but is an important part of job satisfaction. So a balance of both is important.

We often find that many of the clients we work with who have their team travelling from project to project offer flexible benefits to their staff depending on what is important to them. This often includes bi-monthly trips to see their families or housing support for their partner to live with them on-site.

To attract and retain staff for your wind farm, offer competitive compensation, prioritize career development, promote work-life balance, maintain safe working conditions, encourage employee engagement, showcase sustainability initiatives, provide recognition and rewards, offer employee benefits, ensure clear communication, involve employees in decision-making, adopt competitive HR practices, engage with the local community, and provide sustainability education. These strategies will help you build a skilled and committed workforce for your renewable energy project.

Consider giving new to industry candidates a chance with that first foot on the ladder. I know, for me, the person or company that shows me that level of confidence I will pay that back and give them absolute commitment and respect. A good way to mould an employee to your standard, and for that employee to learn and gain experience, respect and trust both ways.

It is always a balance of attitude and compensation, including financial and non-financial mechanisms for motivating people work for the company. Most of the time, really talented people are quiet hard individuals to work with, and you need to treat them respectful and "individually". So the first and the most important rule is also the same as in many religions- you need to act the way you want other people act with you. Be a human.